Tag Archives: Social Media and productivity

Schooling HR in Social Business

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social businessIn researching HR and Social Media I came across a divine article from our friend China Gorman. Since she is a much better writer than I, I asked her if I could share the post over here on the cafe. She was so kind to allow me to do so - 

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In the land of HR, folks tend to think inside their bubble.

And when it comes to social media, some are early adopters (think using social media for talent acquisition) and many are laggards (think writing policies that keep people from accessing Facebook while at work).

But the truth is that there is so much more to social technology than social media. And HR needs to go to school on this.

Required reading for every HR person

I was pleased to attend IBM’s Connect Conference in Orlando last week. I was there to get insight into IBM’s acquisition of Kenexa and its commitment to building a Smarter Workforce – the brilliant marketing extension of their Smarter Planet campaign. Social business is huge. Social business at IBM is enormous — and growing.

While at the conference, I received a copy of the IBM Institute for Business Value’s report titled,The Business of Social Business: What Works and How it’s Done, that should be required reading for every HR person. It’s a sort of primer explaining what social technology is and how it is transforming the way businesses are competing in the global marketplace.

Based on survey data from 1,161 respondents and interviews with 21 executives responsible for implementing successful social business practices around the world, this report is easily consumed by non-technical business leaders (that’s you, HR Pros) and creates a much larger context for understanding the opportunities that social technology brings to an organization — and that will be coming to your organization soon!

3 key areas of social business

Despite Applebee’s and HMV’s unfortunate handling of recent experiences with social media, note that the IBM survey identified three primary areas of social business in which organizations around the world are currently investing:

  • Creating valued customer experiences;
  • Driving workforce productivity and effectiveness;
  • Accelerating innovation.

I found it fascinating that when drilling down into the second bullet point, driving workforce productivity and effectiveness – HR’s domain – the focus was on learning and developing talent, not acquiring it. There’s a head snap for you.

Take a look at the report and look for more useful information from the IBM Institute for Business Value. And download the free “IBM IBV” app for iPad and Android from your app store so you don’t miss any new research!

ibm-social-business

This originally appeared on China Gorman’s blog at ChinaGorman.com. Used with permission. 

China Gorman has been in and around HR for more than 30 years, including 20 years in the HR consulting world specializing in the career transition, executive coaching, and leadership development specialties. Most recently she was the Chief Operating Officer and Chief Global Member Engagement Officer for SHRM, the Society for Human Resource Management, and you can read her blog at ChinaGorman.com. Contact her at chinagorman@hotmail.com.com.
Photo Credit: Khabar

Social Media at work; The new smoke break

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Hey guys! I’m on vacation and trying to unplug (YEAH RIGHT) from the Webs this whole week. I thought I’d share a few previous posts for your enjoyment. Here’s a good one from my blogger friend Buzz Rooney. She is a fantastic writer and HR pro and this post is exceptional. Enjoy!

Photo Credit: Jamacians.com

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I recently overheard someone compare employees using social media sites to taking breaks for smoking at work.

As someone who has spent HR time in production and manufacturing environments, I am all-too-familiar with the battle employers face over smoke-break abuse. I remember when our company installed a card-reader on the smoking area door so employees had to swipe to get back in the building. We pulled the records to find one employee was visiting the smoking area an average 17 times daily for 7 – 10 minutes each time. That’s almost 3 hours per day of smoke breaks — while ON the clock!!! Unbelievable … And of course, we addressed that issue with that employee. But that’s not the point of this post.

The point is, after overhearing that comparison, I wondered: Is Social Media (SoMe) use at work the NEW Smoke Break (SBs)?

Yeah, it kind of is.

  • Like SBs, SoMe can create division. Employees connecting with some co-workers and not others may lead to hurt feelings, gossip and the appearance of impropriety or favoritism. Your workforce may divide into SoMe cliques, just like with Smokers and Non-Smokers. However, there’s also a lot of learning going on through SoMe that can help people be better at their jobs. Blog articles, free webinars and online networking groups are great things for employees to participate in.
  • Like SBs, SoMe can be a distraction and hindrance to productivity. Employees spending 5 – 10 minutes per hour perusing Facebook and Twitter can add up. The time away from the actual work area is more limited with SoMe because employees can check sites without leaving their desk. This makes multi-tasking easier — but it also makes it easier to goof off undetected and make errors.

Knowing this, I still say employers should allow Social Media use by employees. Just like Smokers are given a designated area and generally allowed extra breaks, Social Media users should also get consideration. Neither habit is going anywhere – so employers have to manage it.

Here are a few things to remember:

  • Forbidding and blocking SoMe sites is not a management strategy. It is estimated 60% of cell phone users have smart phones. If sites are blocked, employees can just use their phone or tablet instead. Instead, leave sites open — but protect your network with good antivirus software and firewalls. Another option is to provide wifi and open computer stations in your employee lounge so employees can take SoMe breaks.
  • Have a Social Media usage policy. Yes, another policy. When text message, Facebook and Twitter conversations are being used as evidence in workplace disputes, you need to have guidelines for employees’ online behavior. The policy cannot forbid and should not discourage SoMe use – but it should definitely remind and encourage employees to be mindful about what they post and to guard their online reputation. And it should let employees know that online behavior in violation of the company’s standards of conduct or policy on harassment, bullying, etc may be grounds for disciplinary action.
  • Address abuses directly. When an employee is spending too much work time on SoMe sites — even if it is for their betterment — you should counsel them about it. Work with the employee to better manage their time.

Social media is here to stay, whether your organization has embraced it or not. Until the company decides its own strategy, there should be a way to ensure employees can use it — without abuse, overuse or misuse.

This post was originally posted at TheBuzzOnHR.com and a big THANKS to Buzz for allowing me to share it with you all. 

About the Author:

Buzz Rooney is a practicing HR Professional with over 10 years experience in the production, manufacturing and retail industries.  She currently works for a large retail franchise in North Carolina. Buzz also consults in the areas of management coaching, process improvement, resume writing, and HR compliance.

Buzz has a Bachelor’s Degree in Communication Studies with a focus in Organizational Communication and Leadership as well as a Master’s Degree in Human Resources Management. Buzz is a devoted single mom with two young children. When not working, she enjoys mindlessly watching television, spending time with friends and family, reading, eating and sleeping. You can read more of her writings, connect and contact her through her website The Buzz on HR.